Modern organizations are defined by declarations of vision. They state their vision of human resources and technology, a socio-technical. Modern organizations, which is defined in terms of values. New employees for the organization to learn the value system of people with a long life in it. How do organizations to integrate socio-technical systems as a tool to improve their system of values is the objective of this document.
Values
In the industrial sector, small andhigh values result in job performance for himself. Yükle (2006) defines values as key statements of an organization. The value of ideological argument is that the organization considers important. Many values are finding their way into organizations, including customer service, innovation, satisfaction of internal and external components, and expertise. Yulka perception of values suggests something deeper. Organizational values and value creation is the soul of competitive advantage, competitiveadvantage.
Hill and Jones (1998) writes of the Board of values as an explanation of how the leader would do itself and how it works. Leader in high performance commercial companies with stakeholders in mind. Winston (2002) suggests that high performance leaders to accept the values of the organization due to a higher and interest.
Systems
Values in an organization (customer service, innovation, satisfaction) involves an organization is a system.Senge (1990) tells us that organizations are organic systems of subgroups interconnected and interdependent. This suggests more than bricks and mortar structures, it is suggested that organizations of people, technology and social interaction. The technology, according to Davis (1996), is a bridge "conceptual" between science and economics. This link gives shape to the way organizations manage. Conversely, Wren (2005) presents a result of technological development is alarming that the social system in aorganization. Socio-technical systems used to provide the severity of the reduction change.
Socio-technical systems
Lee (2000) explains the social integration of socio-technical systems and the attitudes of ordinary people. It includes the relationships between people and their values and behavioral style. He also described how the formal power structure was identified by the traditional organization. Was still with the appearance of an informal structure of power based onthe influence and knowledge. The technical system is the second part of the dyad. This system, according to Lee (2000), "the machines, processes, procedures and a physical event."
A socio-technical system, abbreviated STS for the rest of the paper, people and new technologies. But it is too simple definition. Some elements of STS are interdependent, so it is not easy to distinguish between objects in an STS as a purely technical or purely social.Aldridge (2004) interpreted that promote STS groups organized as social systems and macro-social systems. A third level of work observed primary work systems. The primary system operates according to Aldridge is one or more departments involved in face to face work. Departments together and support the management, appropriate technology, resources and a platform for specialists. Aldridge comprises writings Trist (1981) of the definition of macro-social systems, "macro …social systems include systems in communities and entire business sectors as well as societal institutions” (Trist, 1981, pg. 11). The STS design in work groups is increasing productivity of the group and increasing job satisfaction through optimization of social factors and integration with technical factors.
Elements of STS
According to an anonymous article on STS, the author explains some of the components integrated into a functional socio-technical system. Explained separately, each component has its own character; however, it is clear how closely linked each is and overlaps the others.
• Hardware is computers and computing peripherals, the classic technology of modern business. Organizations today do not exist without some kind of computing network, connecting wires, routers, and individual workstations.
• Software includes operating systems (Windows, UNIX, Apple, etc). As technology advances, it is increasingly difficult to separate hardware and software. Software vary depending on organizational needs, while the software allows companies to store data on hardware devices to create. Software is often running on the same hardware unit used for storage. Software facilitates social interaction, allowing remote isolated people the chance to show the messages in almost real time.
• Physical environment (physical environment) to help create the social and technical rules of engagement. Built with an openfloor plan and open desk arrangement allows open social interaction among workers. Buildings with offices separating workers reduce interaction. Managers with an inner sanctum guarded by a secretary’s office establish a hierarchy of power.
• People, by name and by title, make up an integral part of any organization culture, social environment. Within an organization people have roles they play, positions they work in, and ancillary roles they exercise. Within their roles, they use their surrounds with hardware and software to support their roles.
• Procedures define operational procedures in an organization. Procedures are statements of rules and norms formally written. Outside the formal written procedural statements are unofficial ties to data flow and reporting relationships. Procedures attempt to define culture in a STS but the informal norms and behaviors are equally important to understand when developing a STS model.
• Laws and Similar regulations for procedures, but to impose strong sanctions are violated public.
• Data and data structures in STS involves the collection and preservation of information of an organization. Furthermore, this data item specified, recycling or representation for use.
Socio-technical system of an organization to support the company as a great place to work. In addition to STS is a key factor in supporting the efforts, leadership, vision and values. Observed in 1949In Britain, researchers are developing socio-technical systems in the coal mine in South Yorkshire. They have the technical improvements in coal mines in combination with a very motivated group of self-employment and to work closely together is more productive than the traditional groups working with the same technological improvements have seen. Another observation is self-regulation and the teams of cooperation have been greater collaboration between them, perform different tasks instead of one person, one job, andcommitted to Ortgeist (Community spirit) (Aldridge, 2004).
STS Applied organize
In a recent research results on the Internet by the statement of the U.S. Federal Aviation Administration Logistics Center of beliefs and commitments. Not all are listed here, but the topics chosen to reinforce the concepts of socio-technical systems.
• Results-oriented – Unity Logistics Center under way for the results and success. We have problems of units to cover, continue, despite the obstacles andresistance, and to maintain a high level of energy. Our staff is easily put in the time and effort necessary to achieve results.
• Innovation – the future of the logistics center is only insofar as it accepts and rewards innovation, creativity and ingenuity convinced. We recognize the trial and error, as the elements of innovation and continuous improvement. Innovation is the source of success for the logistics center.
• Quality – We provide the bestquality in all our products and services. Our goal is to reach more than industry benchmarks.
• People – People are our most important resource. We respect the dignity and value of their contributions. We invest in training and education to give our citizens the tools to the logistics center of the world-class organization.
• teamwork and collaboration – The Logistics Center provides a positive and stimulating environment that supports achievementmission and objectives to promote team spirit. We partner with our customers, stakeholders, providers, and are committed to the union / management partnership.
• Integrity and transparency – Logistics Center values of trust, sincerity, honesty and sincerity in relationships both personal and organizational. We encourage our citizens to ideas, opinions and thoughts in an honest and sincere.
• Corporate Citizenship – The values of a logistic centerpositive corporate image and is sensitive to our corporate responsibility towards society. We are actively participating and supporting the involvement of the community.
In post-industrial organizations, STS helps managers to create structures that are not possible, giving back, allowing communication and enables and accelerates learning and knowledge. In the context of building knowledge and sharing of knowledge, STS, working together, working groups have the opportunity to develop innovativeworking arrangements and competitive advantage.
Leading role in STS
Davis (1996) encourages managers to lead a successful, if the future is now. Setting this means seeing the final product, rather than making the product. STS is working on the right side of the people and the right technology at the right time in a structure that supports the organizational values.
In a context of rapid change as a competitive advantage can organize parochialism. But the forecast is neededmaintenance of values. Socio-technical systems to support organizational values through the application of organizational memory and shared experience. Memory and shared experiences give a sense of how the organization is for everyone, and keep track of the direction of the vision of the future. An organization with a strong STS rules use their technology to preserve history, to measure the performance of creating and developing the knowledge and learning environments. High quality systems show the ability of the teameliminate obsolete practices, while staying within the original values.
Closed
Mentioned earlier, organizations are systems of interlocking parts with different abilities and skill levels. STS to work in an organizational system of values promoted skillfully with skills, knowledge and skills. In addition, STS, in collaboration with the value system, giving employees the tools they need to grow the skills, knowledge and skills so that they can also be promoted. MembersAutonomous teams in search of new skills or strengthened in the STS, and through their connections with members of the team.
Autonomous teams, improving productivity and dedication to the team and the organization in English coal mine in 1949 and autonomous teams continue to become more productive and committed. Thus, an organization that uses socio-technical systems could grow in the future, the staff of its historical past and values that the grouppracticable.
References
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